Maureen's Advice on Forbes.com

Step Into Your Old Shoes Managers live deep in the throes of emerging issues. They can be immersed in something for weeks or months before they are ready to engage employees in it. Yet managers forget their own concerns and objections because they have since resolved them, and too often dismiss employee concerns as trivial because of it. Managers will gain trust by sharing their original concerns and how they got addressed. To see more tips from other experts, read the Forbes.com article HERE.

Ignoring the Root Causes of Employee Resistance.  People don't buy into seemingly bad ideas. Leaders make the mistake of assuming that resistance to change is due to disengaged or difficult employees. In the majority of cases, employees resist change because the information they have tells them this initiative is unwise, ill-founded or unlikely to stick. Leaders need to get curious about the true sources of resistance and take action on those.  To see more tips from other experts, read the Forbes.com article HERE.

Ask Yourself:  What's New at Your Company?  There is always "new." We just stop seeing it. In fact, we can re-interpret something new as "same old." We imagine people's positions on issues before they voice them. We imagine outcomes before projects even start. We end up creating what we anticipate. Let it be new. Bring a fully open mind. Notice what you have been making up. Notice what new doors open. Now dig in and go for it. To see more tips from other experts, read the Forbes.com article HERE.

Focus on Eulogy Virtues. David Brooks speaks of eulogy virtues – those virtues that we want to be remembered by. These can be different from resume virtues – those virtues that bring us professional success – but they need not be. Entrepreneurs tend to be workaholics because they can see the impact they want to leave behind; but can forget the bigger picture. Eulogy virtues will show you your big picture priorities.  To see more tips from other experts, read the Forbes.com article HERE.